The UAE government continues its commitment to enhancing labor legislation with the introduction of Federal Decree-Law No. (9) of 2024. This new law amends key provisions of Federal Decree-Law No. (33) of 2021, which governs labor relations. These changes aim to create a more balanced framework for both workers and employers, reflecting the evolving nature of the workplace.
In this blog post, we’ll focus on the updates made to Article 54 of the labor law. Stay tuned for a future article that will cover amendments to Article 60.
In this blog post, we’ll focus on the updates made to Article 54 of the labor law. Stay tuned for a future article that will cover amendments to Article 60.
Key Changes to Article 54
Article 54 lays out how individual labor disputes are handled, outlining the roles of the Ministry of Human Resources and Emiratisation (MOHRE) and the Labor Court. Here’s a breakdown of the significant amendments introduced by Decree No. (9):- 1. Jurisdiction of the Court in Labor DisputesOne major change is that the primary court is now designated as the authority for labor disputes following MOHRE's decisions. This marks a shift from the previous structure, where the appellate court had this responsibility.
- 2. Grace Period for Filing Labor ClaimsAnother important amendment is the extension of the timeframe for filing labor claims. Workers now have two years from the termination of their employment to bring forward a claim, replacing the previous one-year limit. This new provision emphasizes that the two-year period starts from when the employment relationship ends, not when the claim arises.
- 3. Nature of the Ministry’s Decisions on Labor ComplaintsThe terminology used in describing the decisions made by MOHRE has changed as well. Previously referred to as "final decisions," the new decree simply calls them "decisions," which may impact how these outcomes are perceived legally.
- 4. Time Frame for Resolving Claims in the Primary CourtThe time frame for the primary court to resolve labor claims has also been adjusted, moving from 15 days to 30 days. This change is intended to allow for a more thorough examination of each case, ensuring fairness in the resolution process.
Conclusion
These amendments reflect the ongoing efforts to refine labor laws in the UAE, aiming to protect the rights of both workers and employers while enhancing the dispute resolution process.Be sure to check back for our next article, where we’ll discuss the amendments to Article 60 and what they mean for labor relations in the UAE. If you have questions or need assistance navigating these changes, feel free to reach out to us at Omam Legal Consultancy.
